We’re looking for a Staffing Program Manager to join our People team and build the foundation for how Collectors manages its contingent workforce. This is a newly created role with real ownership. You’ll be the single accountable point across the full contingent worker lifecycle, with a focus on our workers employed by staffing agencies domestically. Longer term, the scope of the role will expand to all contingent workers (consultants, independent contractors, EORs) globally. You’ll partner daily with Talent Acquisition, People Operations, Finance, Legal, IT, Learning, Payroll, and Operations to bring structure, compliance, and consistency to the program.
You’ll report to the Director of Talent Acquisition. While preference will be given to candidates who can work from our office in Santa Ana, California or Jersey City, New Jersey, remote candidates in the United States will also be considered. We believe that there is significant value in in-person collaboration. If you live within a 1-hour commuting distance to one of our offices, you will be required to be onsite most of the time. This will be discussed further as part of the recruiting process.
What You’ll Do
Own the end-to-end contingent worker lifecycle, from approved request through contract, onboarding, communications, compliance, ongoing management, manager/shift changes, time tracking, and offboarding or conversion to FTE
Manage staffing agency vendor relationships, including SLA performance, contract renewals and rate negotiations, compliance requirements, and consolidation strategy as the program matures
Serve as the liaison between Operations, Finance, HRIS and Talent Acquisition regarding contingent worker headcount and position management
Own contingent workforce compliance, including maintaining worker classification standards, co-employment guardrails, background check compliance, and documentation requirements in partnership with Legal
Maintain HRIS data integrity in Workday, including accuracy of contingent worker records and positions, and partner with HRIS to administer agency access, improve data quality, onboarding business process, and reporting infrastructure
Partner with FP&A on contingent worker spend tracking, budget forecasting, and cost-per-hire metrics to give the business clear visibility into contingent labor costs
Lead the temp-to-FTE conversion process end-to-end, including the approval workflow, offer coordination, and seamless transition experience for workers and managers
Identify and drive process improvements across the CW program, including standardizing practices across locations and departments, completing program documentation, and building toward global consistency once the US is stabilized
Who You Are
3–5+ years of experience in contingent workforce management, staffing operations, or a closely related HR/TA/People Ops program management role
Hands-on experience managing staffing agency or vendor relationships, including contract and SLA oversight
Comfortable navigating worker classification and co-employment questions, and knows when to escalate to Legal
Data-oriented and organized — you build tracking systems that others can rely on and use metrics to surface risk and drive decisions
Strong cross-functional collaborator who can coordinate across TA, Finance, IT, Legal, Learning, Payroll, and Operations without formal authority
Comfortable operating in a program that’s still being built — you bring structure to ambiguity rather than waiting for it to arrive
Salary Range
The salary range for this position is $69,820 - $113,355. Actual compensation on this range varies based on a variety of non-discriminatory factors, including location, job level, experience, and skill set. This role may be eligible for bonuses, commissions, or other forms of compensation; please ask your recruiter for details.
Reasons To Join Us
Health Insurance: All full-time employees are eligible to enroll in Medical, Dental, and Vision
Additional Benefits: Full-time employees are eligible for fertility, commuter, and educational assistance benefits
401(K) Matching Plan: We are proud to offer a competitive 401k matching plan to our employees to support their future financial goals
Vacation: All salaried employees are eligible for flexible time-off
Holiday Pay: All regular, full-time employees are eligible for ten company paid holidays
Employee Discounts: Employees receive discounts on select grading services for approved submissions
Fun Working Environment: Our team members are invited to participate in celebrations, holiday events, and team building activities
Candidates must be authorized to work in the United States.
Collectors uses e-Verify to validate your ability to work legally in the United States.
We are aware that there are instances where individuals are receiving job offers that fraudulently allege to be from Collectors or one of our business units. This type of fraud can be carried out through false websites, through fake e-mails claiming to be from the company or through social media. We never ask for personal information such as your bank account, Social Security numbers or National IDs, nor do we send or request payments for the purchase of business-related equipment. If you suspect fraud, please reach out to interviewfraud@collectors.com.
We are committed to equal employment opportunity regardless of race, color, ethnicity, ancestry, religion, national origin, gender, sex, gender identity or expression, sexual orientation, age, citizenship, marital or parental status, disability, veteran status, or other class protected by applicable law. We believe that a team that represents a variety of backgrounds, perspectives, and skills will better service the diverse community of collectors we support.
If you require an accommodation to apply or interview with us due to a disability or special need, please email interviewaccommodation@collectors.com.
U.S. residents: for disclosures relating to personal information we collect during the employment application and recruitment process, please see our Privacy Notice for U.S. Applicants.
For New York Residents: In connection with hiring, Collectors Universe, Inc. uses an automated employment decision tool (Brighthire) to assist in evaluating candidates. Collectors Universe, Inc. began using this tool in October 2026. In accordance with NYC Local Law 144, a summary of the most recent independent bias audit of this tool is available from Brighthire . To request information about the type of data collected, its source, and our data retention policy, contact ta-operations@collectors.com.
